Case Study for Giving Feedback Without offending You are in charge of a project at work. There are several other people working on it, and you are responsible for coordinating their efforts. One of your team members, Ahmad, has not been turning in his fair share of the work. He is responsible for three parts of the project-one was to do some research and provide information to the other team members so that they could do their own work. Ahmad completed this a week late and without enough detail. Two other team members had to go do their own research to get their questions answered. The other two parts of the project involve creating sections of a report to senior management about the cost implications of the different project options. So far, he has sent an outline for these sections, but provided no details. It is now two weeks after those sections should have been done. Other team members have given you signs that they are frustrated with Ahmad "not pulling his weight" on this project. One of the other team members asked you what you are going to do about it. You realize that Ahmad has not met the expectations that all of the team members agreed to at the start of the project. Ahmad is responsible for three parts of the project: doing some research for the other team members and completing two sections of a report to senior management about the cost implications of the different project options. Ahmad did not volunteer for the project, but was assigned because "someone from the group needed to help support this project." Ahmad has been busy with other more important projects and only had time to get the basic information he needed for the research. He knows that he turned this in late, and is sorry that he held up progress, but feels there wasn't really anything else he could do because the other projects had tighter deadlines. Ahmad has prepared outlines of the two sections of the report, and plans to put a big push in to finish those sections when everything else is ready. He doesn't want to have to change or rewrite his sections if other team members change the solution options or the details of their sections of the report; he feels he just doesn't have time to do any extra work. What Ahmad knows: Ahmad is uncomfortable with this situation because he knows he committed to meet the project team deadlines, but this really isn't his top priority. He feels caught between his real priorities and not wanting to get the other team members mad at him. He would like to have someone else take the work for this project from him, if he can figure out how to make it happen. You have found a quiet moment before the next team meeting to talk to Ahmad privately about this situation, how would you assertively communicate feedback to Ahmad on his current performance and what he needs to do without offending/criticizing him harshly